طراحی و اعتبارسنجی الگوی جوسازمانی متعالی در بانک‌های خصوصی ایران
محورهای موضوعی : مدیریت(منابع انسانی)علیرضا مرادی صالح 1 , حسن رنگریز 2 , اکبر حسن پور 3 , بیژن عبدالهی 4
1 - دانشجوی دکتری گروه مدیریت منابع انسانی، دانشکده مدیریت، دانشگاه خوارزمی، تهران، ایران
2 - دانشیار گروه مدیریت منابع انسانی، دانشکده مدیریت، دانشگاه خوارزمی، تهران، ایران.
3 - استادیار گروه مدیریت منابع انسانی دانشکده مدیریت، دانشگاه خوارزمی، تهران، ایران
4 - دانشیار گروه مدیریت آموزشی دانشکده مدیریت، دانشگاه خوارزمی، تهران، ایران
کلید واژه: اعتبارسنجی, بانک‌های خصوصی, جوسازمانی, الگو, متعالی,
چکیده مقاله :
این پژوهش جهت شناسایی و تبیین ابعاد، مؤلفه‌ها و شاخص‌های جوسازمانی متعالی و اعتبارسنجی آنها انجام شد. روش این تحقیق، آمیخته (ابتدا کیفی با استفاده از گرندد تئوری و نرم‌افزار Maxqda و سپس کمّی با استفاده از نرم‌افزار Spss) است. جامعه آماری، بانک‌های خصوصی ایران است. در بخش کیفی، نمونه آماری بر پایه گزینش تدریجی، کفایت نظری و در دسترس بودن انتخاب شد و مصاحبه‌ها برای رسیدن به اشباع نظری ادامه یافت. در بخش کمی، از روش نمونه‌گیری خوشه‌ای چندمرحله‌ای استفاده شد و با استفاده از فرمول کوکران 318 نمونه از 1815 کارمند انتخاب شدند. برای تأمین روایی و پایایی بخش کیفی از روش ارزیابی لینکلن و گوبا و در بخش کمّی، از روش محاسبه آلفای کرونباخ استفاده شد. یافته‌های مرحله کیفی تحلیل و مدل پارادایمی جوسازمانی متعالی تبیین گردید. برای اعتبارسنجی الگو از آزمون Wilcoxon استفاده شد. یافته‌ها نشان داد که جوسازمانی متعالی دارای ابعاد اصلی "اعتبار مدیر نزد کارکنان"، "احترام متقابل کارکنان و مدیریت" و "افتخار کارکنان به شغل و سازمان" است. افزایش کارایی، افزایش سود سازمان، ارتقای بهره‌وری، ارتقای کیفیت زندگی‌کاری، ارتقای فرهنگ‌سازمانی، ارتقای وجهه سازمان (برندسازی) و آمادگی بیشتر سازمان جهت فعالیت در فضای رقابتی به‌عنوان پیامدهای جوسازمانی متعالی بیان شدند.
This mixed-methods research was conducted to identify and design the dimensions, components and factors of an excellence organizational climate and validate it. The qualitative phase of the study was based on the grounded theory and MAXQDA software while the quantitative stage was conducted using SPSS software. The research population comprised Iranian private banks from which a convenient sample was selected based on theoretical adequacy and availability during the qualitative phase. Interviews were run with the sample to reach the theoretical saturation. Further, the quantitative phase of the study started with a sample of 318 participants who had been selected based on a multi-stage cluster sampling procedure from 1815 employees using the Cochran formula. The reliability and validity of the qualitative and quantitative phases of the research were checked through Lincoln and Guba evaluation and Cronbach's alpha, respectively. The collected data were analyzed to explain the paradigmatic model of the excellent organizational climate that was then validated via Wilcoxon test. The findings indicated that the main dimensions of the excellence organizational climate include "employee credibility", "employee and management mutual respect" and "employees’ honoring the job and the organization" and that this model can promote organizational efficiency and profits, productivity, quality of professional life and organizational culture, branding and more willingness to work in a competitive environment.
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Berberoglu, A. (2018). Impact of organizational climate on organizational commitment and perceived organizational performance: empirical evidence from public hospitals. BMC health services research, 18(1), 1-399.
Birajit Mohanty, Shweta Mehrotra (2018), Relationship between Liquidity and Profitability: An Exploratory Study of SMEs in India, Emerging Economy Studies, 4(2), 169-181
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Dawson, J.F., Gonzalez-Roma, V., Davis, A. and West, M.A., 2008. Organizational climate and climate strength in UK hospitals, European Journal of Work and Organizational Psychology, 17(1), 89-111.
Demircioglu, M. A., & Berman, E. (2019). Effects of the Innovation Climate on Turnover Intention in the Australian Public Service. The American Review of Public Administration, 49(5), 614-628.
Farooqui, M.R.,(2012). Measuring Organizational Citizenship Behavior (OCB) as a Consequence of Organizational Climate (OC), Asian Journal of Business Management, 4(3), 294-302. [In Persian].
Geue, P. E. (2018). Positive practices in the workplace: impact on team climate, work engagement, and task performance. The Journal of Applied Behavioral Science, 54(3), 272-301.
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Holloway, J.B., (2012). Leadership Behavior and Organizational Climate: An Empirical Study in a Nonprofit Organization, Emerging Leadership Journeys, 5(1): 9- 35.
Hoy, W & Miskel, G. (2001). Educational administration, theory, research and practice, 5th edition, New York: Mc Graw - Hill Inc, 1-342.
Katie Jane Were, (2016) Early Career Nurses: The relationships of Organisational Climate on Job Satisfaction and Burnout, 1-89.
Kundu, Kaushik. (2018). How good is the organization to work for? - To construct a conceptual model of collective perceptual climate.
Limen, Amy (2003), creates an excellent climate to work: lessons from one hundred top companies. Translated by Mohammad Ali Babaei Zakliki and Behzad Abol-Alaee, Selected Articles of the 35th International Human Resource Management Conference, Venice Center, Italy, 19-27.
Lincoln, Y. S., & Guba, E. G. (1985). Naturalistic inquiry. Beverly Hills, CA: Sage, 1-416.
Moran, T.M. (2003). Fostering organizational leadership: Transformational leadership and trust. In W. K. Hoy & C. G. Miskel, Studies in Leading and Organizing Schools. Information Age Publishing: Greenwich: CT, 157-179.
Moslehpour, M., Altantsetseg, P.,Mou, W., & Wong, W.K.(2019). Organizational Climate and Work Style: The Missing Links for Sustainability of Leadership and Satisfied Employees. Sustainability, 11(1), 125.
Nezhad Irani, Farhad. Poursadegh, Nasser. Sheikhbagloo, Nasrin. (2011) Investigating the excellent organizational climate and its relationship with organizational learning in government organizations of West Azarbaijan Province. Beyond Management Quarterly, Fifth Year, 19, 151-178. [In Persian].
Neshat N., Jamali Mahavi H. R., & Hassanzadeh Dizaji E. (2012). The impact of organizational climate on employee creativity: Case Study of "National Iranian Library and Documentation Organization, 2(1), 139-152 https://doi.org/10.22067/riis.v2i1.9764. [In Persian].
Omidikya, K., Moshabaki, A., Hoseini, H. & Azizi, sh. (2012),
recognize the organizational capabilities of Company brand positioning in the food industry. Journal of Strategic Management Thought, 6 (1). [In Persian].
Ramachandran, P, Pushpa Veni, K., and A. Sebastian Mahimai Raj. (2019), “Teaching Effectiveness of Women Teachers in Relation to Their Emotional Intelligence.” Shanlax International Journal of Arts, Science and Humanities, 6(S1), 143–47
Strauss, A., & Corbin, J. (1998). Basics of qualitative research. Newbury Park, CT: Sage, 1-458.
Turner, Alison; Wilkie, Fran and Rosen, Nick (2004). Virtual but visible: developing a promotion strategy for an electronic library. New Library World, 105
Vasudevan, L., & Iqbal, A. (2018). Relationship between organizational climate and citizenship behavior of the non-supervisory staff in Bank Simpanan National, Malaysia. Int. J. Hum. Capital Urban Manage, 3(4), 287-302.
Woznyj, H. M., Heggestad, D., Kennerly, S., & Yap, L. (2019). Climate and organizational performance in long‐term care facilities: The role of affective commitment. Journal of Occupational and Organizational Psychology, 92(1), 122-143.
Zuraik, A. and Kelly, L. (2019), "The role of CEO transformational leadership and innovation climate in exploration and exploitation", European Journal of Innovation Management, 22(1), 84-104.
_||_Al Ghazo, R. H., Suifan, T. S., & Alnuaimi, M. (2019). Emotional intelligence and counterproductive work behavior: The mediating role of organizational climate.Journal of Human Behavior in the Social Environment,29(3),333-345.
Berberoglu, A. (2018). Impact of organizational climate on organizational commitment and perceived organizational performance: empirical evidence from public hospitals. BMC health services research, 18(1), 1-399.
Birajit Mohanty, Shweta Mehrotra (2018), Relationship between Liquidity and Profitability: An Exploratory Study of SMEs in India, Emerging Economy Studies, 4(2), 169-181
Dargahi, H., Musavi, M., Shaham, G., & Molai zadeh, A. (2013). Organizational Climate of Hospitals at Tehran University of Medical Sciences. Journal of Health Administration, 15(50), 31-40. [In Persian].
Dawson, J.F., Gonzalez-Roma, V., Davis, A. and West, M.A., 2008. Organizational climate and climate strength in UK hospitals, European Journal of Work and Organizational Psychology, 17(1), 89-111.
Demircioglu, M. A., & Berman, E. (2019). Effects of the Innovation Climate on Turnover Intention in the Australian Public Service. The American Review of Public Administration, 49(5), 614-628.
Farooqui, M.R.,(2012). Measuring Organizational Citizenship Behavior (OCB) as a Consequence of Organizational Climate (OC), Asian Journal of Business Management, 4(3), 294-302. [In Persian].
Geue, P. E. (2018). Positive practices in the workplace: impact on team climate, work engagement, and task performance. The Journal of Applied Behavioral Science, 54(3), 272-301.
Hashemi, E., Marzaee, z., Bashlideh, q. & naami, a., (2016). Analysis of the consequences of organizational ethics climate model, Journal of Ethics in Science and Technology, Department of Industrial and Organizational Psychology, Faculty of Education and Psychology, Shahid Chamran University of Ahvaz, 11(3). [In Persian].
Holloway, J.B., (2012). Leadership Behavior and Organizational Climate: An Empirical Study in a Nonprofit Organization, Emerging Leadership Journeys, 5(1): 9- 35.
Hoy, W & Miskel, G. (2001). Educational administration, theory, research and practice, 5th edition, New York: Mc Graw - Hill Inc, 1-342.
Katie Jane Were, (2016) Early Career Nurses: The relationships of Organisational Climate on Job Satisfaction and Burnout, 1-89.
Kundu, Kaushik. (2018). How good is the organization to work for? - To construct a conceptual model of collective perceptual climate.
Limen, Amy (2003), creates an excellent climate to work: lessons from one hundred top companies. Translated by Mohammad Ali Babaei Zakliki and Behzad Abol-Alaee, Selected Articles of the 35th International Human Resource Management Conference, Venice Center, Italy, 19-27.
Lincoln, Y. S., & Guba, E. G. (1985). Naturalistic inquiry. Beverly Hills, CA: Sage, 1-416.
Moran, T.M. (2003). Fostering organizational leadership: Transformational leadership and trust. In W. K. Hoy & C. G. Miskel, Studies in Leading and Organizing Schools. Information Age Publishing: Greenwich: CT, 157-179.
Moslehpour, M., Altantsetseg, P.,Mou, W., & Wong, W.K.(2019). Organizational Climate and Work Style: The Missing Links for Sustainability of Leadership and Satisfied Employees. Sustainability, 11(1), 125.
Nezhad Irani, Farhad. Poursadegh, Nasser. Sheikhbagloo, Nasrin. (2011) Investigating the excellent organizational climate and its relationship with organizational learning in government organizations of West Azarbaijan Province. Beyond Management Quarterly, Fifth Year, 19, 151-178. [In Persian].
Neshat N., Jamali Mahavi H. R., & Hassanzadeh Dizaji E. (2012). The impact of organizational climate on employee creativity: Case Study of "National Iranian Library and Documentation Organization, 2(1), 139-152 https://doi.org/10.22067/riis.v2i1.9764. [In Persian].
Omidikya, K., Moshabaki, A., Hoseini, H. & Azizi, sh. (2012),
recognize the organizational capabilities of Company brand positioning in the food industry. Journal of Strategic Management Thought, 6 (1). [In Persian].
Ramachandran, P, Pushpa Veni, K., and A. Sebastian Mahimai Raj. (2019), “Teaching Effectiveness of Women Teachers in Relation to Their Emotional Intelligence.” Shanlax International Journal of Arts, Science and Humanities, 6(S1), 143–47
Strauss, A., & Corbin, J. (1998). Basics of qualitative research. Newbury Park, CT: Sage, 1-458.
Turner, Alison; Wilkie, Fran and Rosen, Nick (2004). Virtual but visible: developing a promotion strategy for an electronic library. New Library World, 105
Vasudevan, L., & Iqbal, A. (2018). Relationship between organizational climate and citizenship behavior of the non-supervisory staff in Bank Simpanan National, Malaysia. Int. J. Hum. Capital Urban Manage, 3(4), 287-302.
Woznyj, H. M., Heggestad, D., Kennerly, S., & Yap, L. (2019). Climate and organizational performance in long‐term care facilities: The role of affective commitment. Journal of Occupational and Organizational Psychology, 92(1), 122-143.
Zuraik, A. and Kelly, L. (2019), "The role of CEO transformational leadership and innovation climate in exploration and exploitation", European Journal of Innovation Management, 22(1), 84-104.